The RecruiterMixer Way

One of the major attributes about us, Is that we take the time to understand your company culture and business needs to match up potential candidates from our talent pool database. We currently have pre-screened qualified candidates in the following positions for Property Management. We typically match up candidates with our clients who hold the following titles : Chief Executive Officer, Chief Financial Officer, Chief Operating Officer, President, Director of Operations, Vice Presidents, Directors, Department Heads, Community Managers and much more.

People Matter

Without people, every patent in the world would be worthless. People are the ultimate consumers of every product and service, even the most obscure manufacturing technology. Even in business-to-business sales, people make the decisions about what to purchase and when.

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Talent Knowledge

We take the time to understand your company culture and business needs to match up potential candidates from our talent pool database. We currently have pre-screened qualified candidates in the following positions for Property Management: Chief Executive Officer, Chief Financial Officer, Chief Operating Officer, President, Director of Operations, Vice Presidents, Directors, Managers and much more.

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Core Hiring Principles

A well-defined strategy. The foundation of any recruiting effort is a clearly defined and communicated strategy that illustrates the brand message, target candidates, primary sources, and most-effective closing approaches (the who, what, when, and how). Poorly defined or communicated strategy elements results in wasted resources and weak hires. In addition, the best strategies have the capability of “shifting” as the economy and the demand for candidates change.

Target employed “non-lookers.”

The best recruiting processes are designed to identify and successfully hire currently employed top performers. This means that the process needs the capability of identifying and convincing employed individuals who work at your competitors and may not be actively looking for a position.

The best recruiting processes are designed to identify and successfully hire currently employed top performers. This means that the process needs the capability of identifying and convincing employed individuals who work at your competitors and may not be actively looking for a position.

Sourcing is critical

If you don’t utilize sources that attract a high percentage of top performers, it is unlikely you will make a quality hire. After employment branding, effective sourcing is the most critical element of the recruiting process. Generally, the most effective source is employee referrals.

If you don’t utilize sources that attract a high percentage of top performers, it is unlikely you will make a quality hire. After employment branding, effective sourcing is the most critical element of the recruiting process. Generally, the most effective source is employee referrals. Other effective but under-used sources include recruiting at professional events and contests. Using ineffective sources means that you must spend inordinate amounts of time and money on candidate screening in order to avoid a weak hire. The source that is used must be shift, depending on the type of candidate required for that position.

A candidate-centric approach

Focus the process on the candidate’s needs, their job selection criteria, and the candidate experience. A significant part of recruiting is “selling” the candidate on applying for and accepting the job. At least in part, recruiting must follow the customer relationship management (CRM) and the sales and marketing models.

Focus the process on the candidate’s needs, their job selection criteria, and the candidate experience. A significant part of recruiting is “selling” the candidate on applying for and accepting the job. At least in part, recruiting must follow the customer relationship management (CRM) and the sales and marketing models. Often, the number-one reason why candidates reject job offers is the way that they were treated during the hiring process. It’s also important to note that candidates may be current or future customers, so treating them poorly can directly impact future revenue.

Our Core Values

Dependability
Reliability, Loyalty, Commitment, Open-mindedness, Consistency, Honesty, Efficiency, Innovation, Creativity, Good humor, Compassion, Spirit of adventure, Motivation, Positivity, Optimism, Passion, Respect, Fitness, Courage, Education, Perseverance, Patriotism, Service to others.

  • People Over Profits

  • Professionalism

  • Integrity

  • Trust

  • Passion

  • Fun

  • Accountability

  • Boldness

  • Commitment to customers

  • Perseverance

Values

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